![]() In the near future, the federal Occupational Safety and Health Administration (OSHA) and the North Carolina Division of Occupational Safety and Health (NC OSH) are likely to require most larger employers to adopt a vaccine mandate (see here). Read the updated guidance and view the EEOC's internal accommodation request form. An increasing number of employers are making vaccination against COVID-19 a condition of employment. By signing this Religious Exemption Request, the individual, and, if a minor, their parent or legal guardian, attests that they cannot receive a COVID-19 vaccination because of the sincerely held religious belief, practice, or observance described above. Some Employers Still Require COVID-19 VaccinesĮEOC Updates Guidance on Religious Accommodations for COVID-19 Vaccines Please complete the brief survey near the bottom of this page. ![]() The Biden administration announced May 1 that the COVID-19 vaccine mandates for federal employees, federal contractors and some health care workers will end on May 11, the same day the public health emergency ends.ĬOVID-19 Vaccine Mandate for Federal Workers Will End May 11 Employers implementing mandatory Covid-19 vaccination programs must manage, and in some cases accommodate, exemption requests. How to Balance Religious Accommodations with Company Requirements Churches in California and North Carolina are among those now offering congregants documentation for religious exemptions to the COVID-19 vaccine, a practice that is legally dubious and likely ineffective, according to labor lawyers. "Religion is defined to include all aspects of religious observance and practice, as well as belief, and the EEOC stands ready to enforce an employer's statutory obligation to reasonably accommodate the religious observances and practices of its employees where doing so would not be an undue hardship on the conduct of the employer's business," said Darrell Graham, the EEOC's district director of the Atlanta office, in a statement. Equal Employment Opportunity Commission (EEOC) sued the pediatric health care company. Many companies continue to struggle to accommodate employees who don't want to get vaccines because of religious objections.Ĭhildren's Healthcare of Atlanta (CHOA) is in hot water after firing an employee for requesting a religious exemption to its influenza vaccination policy.
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